By Jeff Altman, Big Game Hunter
Hey Jeff, how about a 48 year old trying to compete with a 28 and 38 year old on a topic? This is what I have experienced while looking for a job for the past 2 1/2 years at xxxx. I had no problem getting interviews and I was told by many people that I did well. But they always hire people who are 10, sometimes 20 years younger than themselves.
The best way to Google yourself
As I write this, I am 61 years old and working in search. I am now 74 years old and work as a professional coach. I compete with younger staff (and older staff too), in offices at other recruiting firms, and with other coaches all the time.
I always find this a tricky topic because while age bias is rampant in our culture (if you don’t believe me, watch the TV commercial critically to see who it’s targeted at), it’s generally not as rampant as people think it is in the job market.
For example, by the time a person reaches their 40s or 50s, they have far exceeded the job requirements for the positions held by people in their 20s.
If they’re in a technology field, technology has typically changed two or three times since their 20s, and while someone may be capable of managing people developing in that technology space, that doesn’t mean someone is actually capable of developing on a day-to-day basis.
So while you may be ready and willing to do the job when you interview, you’re competing against people who are more capable than you. . . And also willing to spend less money to do it.
So in these situations, you really can’t compete with someone who’s doing it better than you.
However, if you competed against others with similar or identical skills and came in second place or were not invited for a second interview, there are a few things you need to be aware of that you can improve on.
1. Even though you’re told you did a good interview, you didn’t.
The feedback that is passed on is often untrue because the company doesn’t want to be sued and the recruiter doesn’t want to explain themselves further. It’s easier to be dishonest than to have a candidate tell the hard truth. Strive to get more detailed feedback than “too light.”
2. You don’t make them feel comfortable enough that you don’t fit in with the team
People confuse this with age bias. Let’s say you’re my age and you’re interviewing a 32-year-old. The group consisted of 26 and 27-year-olds. In other words, you are your grandparents’ age and they are interviewing you for a job at the same level as a 27-year-old.
#1. You need to demonstrate the same skill abilities as a 27 year old competing for this position, AND
#2. You need to use your experience as an advantage to combat potential ageism.
how?
At some point in the interview, you can break away from the scripted questions and, if there are no obvious points, ask them toward the end of the interview, before they’re about to wrap up, “Before we wrap up, can I make a point or provide you with some information?”
Struggling to find enough clues?
“certainly.”
Use your own words to convey this message. You don’t have to use my words.
“While we and your team may be different generations, I want to make it clear that I am interested in doing this job, fitting in with your team (company, organization, team), doing a good job and helping you to look good in front of management.
“There are people on the team who will go to great lengths to make more money than your company is willing to pay, or to advance to a job like yours, even if it means jumping to another company to get it. I want to join, learn, and do well here, not use it as a stepping stone to a promotion. Frankly, I’ve done that there before, and I prefer it that way.”
“I may also have some experience that can help coach and coach your team and can be helpful to you at times. But I want to assure you that I won’t second-guess the decisions you make with your team. I’m here to support you in what you do (regardless of the job).”
“So if you think I can do this job, and certainly it seems like a great job to me, I’m just asking you to rest assured that I would be happy to join you.”
3. You convey the “know-it-all syndrome”
Sometimes people with a lot of experience appear so confident or self-assured that they cross the line into arrogance. They tell the interviewer that they have done this job before and it was easy! A breeze! Simple!
You haven’t done this work before for them and these people in this organization. Have you heard of the “simple button”? Try the “humble button”.
Again, ageism is common, but people often overuse it as an excuse for being denied a job. Where possible, there are ways to position yourself as a humble servant that will make them realize what a valuable asset you will be if they hire you.
© The Big Game Hunter, Inc. Asheville, NC 2012
